Recruiting Resources

A Talent Acquisition Manager will work with you to source a pool of qualified applicants and narrow the field to a group of finalists. As you evaluate these candidates, try to assess their previous experience, technical skills, creativity, and alignment with – and ability to support – the University’s mission. Syracuse University demands the best from our employees, and our competitive application process is designed to get the right person in the right job.

On this page:

Diversity Recruiting Support

At Syracuse University, we are committed to maintaining an inclusive learning and working environment that reflects a diverse, multi-cultural and international worldview, and values the similarities and differences among individuals and groups. We strive to prepare students to understand, live among, appreciate, and work in an inherently diverse country and world made up of people with different ethnic and racial backgrounds, military backgrounds, religious beliefs, socio-economic status, cultural traditions, abilities, sexual orientations and gender identities. To do so, we commit ourselves to developing a community that celebrates and models the principles of diversity and inclusivity.

When searching for candidates to fill a vacancy in your department, there are specific associations, publications, and online media that can be used to target a diverse applicant pool. For assistance developing a diversity recruitment strategy, contact your assigned Talent Acquisition Manager.

Interviewing Guides

For some managers, interviewing candidates can be as stressful as being interviewed. Being prepared for the interview will reduce anxiety and provide a more meaningful exchange with the candidate.

You probably know that there are some types of questions that you should never ask during an interview, but if you aren’t sure or have concerns, discuss them with your Talent Acquisition Manager. Your TAM can also help you draft appropriate questions related to the role and the qualifications that you need to identify during the interview process.

Some general interview guidelines are:

Avoid “yes” or “no” questions. Asking open-ended questions will usually provide better insight into the candidate’s history and abilities than a simple “yes” or “no.”

Open-ended questions encourage candidates to express ideas and information they feel are important. For example:

“Tell me about your supervisory experience.”

“Can you give me some examples of the ways you achieved cost reductions and/or improved service?”

Follow-up questions can help you explore a specific topic the candidate mentions. For example:

“You mentioned that you experienced a department reorganization at your last job. What were some of the challenges that you faced as a result, and how did you handle them?”

“Tell me more about being the team leader for the Alpha project at MTM Industries. Did you enjoy being in that role?”

Ask the candidate to put themselves in a specific job-related situation they might need to deal with in this role. For example:

“What would you do if a vendor was not meeting contractual obligations?”

“How would you respond if someone on your staff had an attendance problem?”

Remember to ask candidates why they want to work for Syracuse University and what attracted them to the opening on your team. Why do they think they would be a good fit for the role?

Never ask questions related to an applicant’s:

Race

National Origin

Age

Birthplace

Religion

Creed

Sexual orientation

Disability

Marital or parental status

Child care

Health status

Once you have decided on your selected candidate, notify your Talent Acquisition Manager, who will handle the offer and acceptance process to ensure compliance with University standards.